Employment of Relatives or Household Members

1. POLICY

This policy establishes guidelines and reporting requirements for the employment of relatives or household members. This policy applies to all current and future employees.

2. REFERENCES
   1. Prohibiting Employment of Relatives, Utah Code Ann. §§ 52-3-1—4.

3. DEFINITIONS
   1. Administrative concern: caused by situations including, but not limited to, those involving preferential treatment of the relative in hiring, promoting, allocating salary, assigning duties, arranging schedules, allocating equipment or facilities, or treating matters that should involve discipline or termination.
   2. Household Member: a person who resides in the same residence as the employee.
   3. Relatives: includes parent, sibling, spouse, child, grandparent, grandchild, domestic partner, aunt, uncle, niece, nephew, first cousin, mother-in-law, father-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, and any step-relatives of the same degree.

   See Personnel Definitions

4. PROCEDURES
   1. Salt Lake Community College (“SLCC”) is committed to a policy of employment and advancement based on qualifications and merit. SLCC does not discriminate in favor of or in opposition to the employment of relatives or household members.
   2. This policy specifically prohibits the employment of relatives or household members in any position where a direct or indirect supervisory relationship would exist between relatives or household members, or would create an apparent or actual conflict of interest. This includes, but is not limited to, appointments, hiring committees, compensation, assignment of work, evaluations, grant administration and sponsored research projects, and financial authority or transactions.
   3. Relatives or household members may not be employed where they will work in close proximity, either as to administrative relationship or location, and they will not be employed; otherwise, where to do so would cause administrative concern. In cases of administrative concern, the department should contact Employee Relations for advice on a case-by-case basis.
   4. Before employment:
      1. employees must disclose to their supervisor any known relationships that may cause a conflict of interest; and
      2. supervisors must complete an Employment of Relatives and Household Members Authorization form.
   5. This policy will not be considered retroactive.
   6. Exceptions
      1. Restrictions on employment or appointment decisions are applicable except in any of the following situations:
         1. The individual:
            1. will be compensated from funds designated for vocational training.
            2. is a volunteer.
            3. will be employed for a period of 12 weeks or less, and all other SLCC hiring policies and procedures will be followed.
         2. The president or their designee determines that the individual is the only or best person available, qualified, or eligible for the position.
      2. Restrictions on direct supervision by a relative or household member are applicable except in any of the following situations:
         1. The employee:
            1. was appointed or employed before the supervisor assumed the supervisory position, provided the appointment complied with the requirements then in effect.
            2. will be compensated from funds designated for vocational training.
            3. is a volunteer.
            4. is the only person available, qualified, or eligible for the position.
         2. The president or their designee determines that the supervisor is the only individual available or best qualified to perform the supervisory functions for the employee.
      3. Employees whose Employment of Relatives and Household Members Authorization form has previously been approved must resubmit it when applying for a different position at the college.
   7. Violations
      1. Noncompliance with Utah Code §§ 52-3-1—4 is considered a class B misdemeanor.

Date of last update: March 11, 2026

The originator of this policy & procedure is People and Workplace Culture. Questions regarding this policy & procedure may be directed to the originator by calling 801-957-4210.